Happy New Year!
As we welcome 2024, it's an ideal time for employers to reassess their strategies and policies. This newsletter is dedicated to helping you start the year right with your employees, keeping you informed about key legislative updates in California.
New Year's Resolutions for Employers
Fostering a Positive Work Environment
Invest in Employee Development:
· Encourage continuous learning by offering training programs or tuition reimbursement.
· Promote internal mobility to keep your team motivated and engaged.
· Regular town hall meetings and open forums can foster transparency and trust.
· Implement feedback mechanisms to understand your employees' needs and concerns.
Prioritize Diversity and Inclusion:
· Develop a more inclusive recruitment strategy.
· Create employee resource groups to support diversity.
Focus on Employee Well-being:
· Implement initiatives like mindfulness sessions or provide access to counseling services.
· Consider offering hybrid work schedules or flexible hours to improve work-life balance.
Minimum Wage Increase in California: Adjusting to the New Standards Updated Wage Requirements:
· As of January 1, 2024, the minimum wage in California is now $16 per hour.
· Some cities and counties have higher minimum wages than the state’s rate.
· Review your budget and pricing strategy to accommodate the wage increase.
· Communicate with your team about how this change will be implemented.
California Releases Updated Wage Theft Notice for 2024
· The California Department of Industrial Relations has released an to reflect changes that take effect January 1, 2024.
· When hiring, an employer is required to give each new employee a written notice in the language typically used for work-related communication. This notice should include details about the employer, wage information, workers' compensation, and paid sick leave policies.
· This updated form will need to be incorporated to your new hire paperwork for California employers.
· Starting January 1, 2024, this notice must also inform the employee of any recent federal or state emergency or disaster declarations relevant to the counties where they will be working. These declarations, made within 30 days prior to the employee's start date, could impact their health and safety on the job.
Furthermore, employers are obligated to provide written updates to their employees regarding any changes to the information in the notice. These updates must be given within seven calendar days of the changes, except in cases where:
· The changes are already reflected in a timely wage statement.
· A separate written notice, as required by law, includes all the changes and is provided within seven days of the changes.
We're Here to Support You!
Our team is dedicated to supporting your HR needs. Whether it's compliance, employee relations, or strategic planning, we're here to help you navigate the complexities of California's employment landscape.
Here’s to a productive and successful 2024!
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